How do we want to work together? Your diversity-sensitive code of conduct

Does your company have a code of conduct? Or perhaps a company agreement, or at least a set of corporate values? And if so, what does it say? A large proportion of companies in Germany have some kind of guideline covering topics such as occupational safety, data protection, or fighting corruption—in other words, mostly the things that are required by law. Sometimes topics like equality, inclusion, and respectful collaboration are included, but let’s be honest: Most of the time, those boil down to platitudes like “Employees must treat each other with respect” or “Everyone is welcome here.” That’s well-intentioned and better than nothing, but it doesn’t achieve what a code of conduct is actually supposed to do—namely, provide employees with guidance and practical advice for their day-to-day work. Yet it’s not that difficult to develop meaningful equality guidelines.

Who is here—and what do they need?

The first step is always to start with those who are already there. As humans, we tend to see diversity only in “the others”—those who somehow stand out, or those who aren’t there (yet). That’s why it can be tempting to draft a code of conduct based on idealized notions, or in the worst case, even on stereotypes that ultimately have little to do with everyday work life. Or you might seek input from your employees or colleagues, but only from those who are “diverse.” Ultimately, both approaches lead to people not feeling seen and included, to a lack of understanding of the policy’s purpose, and to the policy not being effectively implemented in the long run. 

Instead, it’s important to create common ground and, ideally, foster a sense of ownership—a code created by employees for employees, so to speak. Depending on the size and structure of your company, there are various ways to approach this. For example, you can use an employee survey to find out what everyone needs to work well together, or hold a workshop (possibly with a representative group) where you collaboratively develop your company values and how to embody them. Always keep in mind that a diversity-sensitive Code of Conduct is not just about protecting marginalized people, but also about ensuring that everyone feels as comfortable and safe as possible. 

Who would you like to have on board?

As a next step, you can look beyond your company. Who is missing from your team that you’d like to bring on board—and how can you create a welcoming work environment for them? Many values are universal, but people who are often overlooked by society may need some special accommodations. If you want to make your company more attractive to trans people, your diversity-sensitive Code of Conduct could, for example, specify how you handle name changes or that restrooms can be used according to self-identification. You can specify that various religious holidays should be taken into account when scheduling events. And so on and so forth—in principle, you can include anything that helps your employees take their colleagues’ needs into account and treat them with respect.

How do you access this data when it comes to people who aren’t yet represented in your company? A first step would be to simply search online—there are now many websites that summarize what different people need in the workplace. Right here on our blog alone, you’ll find articles on what autistic people, trans people, and people with ADHD want in the workplace, amongst others. If that doesn’t get you very far, you can reach out to relevant organizations or advocacy groups, which can either advise you directly or refer you to suitable consultants. In any case, avoid making vague statements, or you’ll quickly end up back with platitudes that have little practical relevance.

What does the law say?

So now you know what your colleagues need and what you can do to accommodate as wide a range of needs as possible. Before you start drafting your code of conduct, it’s best to also take a look at what the law says about equality—because that’s the minimum your code should cover. When it comes to diversity, this means above all: You must comply with the AGG (assuming you’re in Germany) and therefore ensure that no one is discriminated against on the basis of gender, race, sexual identity, disability, age, or religion or belief. In addition, there must be a designated contact person to whom instances of discrimination can be reported. Information on this topic therefore belongs in a diversity-sensitive Code of Conduct just as much as the typical provisions on whistleblowing or occupational safety. 

Diversity-sensitive code of conduct: tips and tricks

Your code of conduct should provide all employees with guidance on what behavior is (un)acceptable, what responsibilities and rights they have in terms of collaboration, what inclusion and diversity mean for your company in practice, and what processes and structures are in place to promote equality and combat discrimination. Keep the following in mind when drafting it:

• A code of conduct works when it provides guidance to employees. Ideally, it serves as a handy reference guide they can consult when they’re unsure how to behave. Therefore, make sure to be as specific as possible and avoid getting bogged down in empty phrases. 

• Try to put yourself in your employees’ shoes (or, even better, test the code of conduct with them). For each clause, ask yourself: Who is it intended for? How can it help these people?

• Depending on the size of your organization, its structure, and the policies you already have in place, the diversity-sensitive code of conduct can address various topics. In addition to information on collaboration, it can, for example, also include your organization’s values or mission statement. It can be part of a larger code of conduct that also covers other topics, or it can supplement it as a separate equity policy. The latter makes particular sense if an existing code of conduct is already very long or primarily covers legal regulations.

• In any case, make sure that the final code doesn’t simply disappear into a drawer after it’s introduced. It should become an integral part of the onboarding materials and be easily accessible to all employees.

If you're not sure whether your code of conduct covers everything you need, or if you'd like some specific tips on how to word it effectively, we'd be happy to help. Just send us a message!